Youth Development

CORPSAFRICA

aka CorpsAfrica

New York, NY

Mission

CorpsAfrica recruits and trains bright, ambitious African men and women the opportunity to serve in their own countries or other African countries as “Volunteers" along the lines of the Peace Corps model. They spend up to a year living in rural, high-poverty villages in their own countries and help local people identify and solve their top-priority development challenges, whatever they may be. We believe that development efforts are most effective when we give women, men and youth at the community level the opportunity to identify what needs to be done and to take the lead in doing it. CorpsAfrica has programs in Morocco, Senegal, Malawi and Rwanda.

Ruling Year

2011

Founder and Executive Director

Liz Fanning

Main Address

300 Park Avenue, 12th Floor

New York, NY 10022 USA

Keywords

Volunteerism, Community Development, Human Centered Design, National Service, Collaboration

EIN

45-2470692

 Number

6611925777

Cause Area (NTEE Code)

Youth Development Programs (O50)

International Economic Development (Q32)

Community Improvement, Capacity Building N.E.C. (S99)

IRS Filing Requirement

This organization is required to file an IRS Form 990 or 990-EZ.

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Social Media

Blog

Programs + Results

What we aim to solve

CorpsAfrica addresses the critical need for professional and personal growth opportunities across Africa by mobilizing young people to combat poverty and empower rural villagers through facilitating community-led development.

Our Sustainable Development Goals

Learn more about Sustainable Development Goals.

1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17

Our programs

What are the organization's current programs, how do they measure success, and who do the programs serve?

SOURCE: Self-reported by organization

National Service Opportunity for Young Africans

Where we work

Our Results

How does this organization measure their results? It's a hard question but an important one. These quantitative program results are self-reported by the organization, illustrating their committment to transparency, learning, and interest in helping the whole sector learn and grow.

SOURCE: Self-reported by organization

Number of CorpsAfrica Volunteers

TOTALS BY YEAR
Population(s) served

Young Adults (20-25 years)

Related program

National Service Opportunity for Young Africans

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context notes

The number of CorpsAfrica Volunteers and alumni continue to increase every year.

Number of CorpsAfrica countries

TOTALS BY YEAR
Population(s) served

Young Adults (20-25 years)

Related program

National Service Opportunity for Young Africans

Type of Metric

Input - describing resources we use

Direction of Success

Holding steady

Context notes

2017: Morocco, Senegal, Malawi; 2018: Morocco, Senegal, Malawi, Rwanda; 2019 : Morocco, Senegal, Malawi, Rwanda.

Number of training workshops

TOTALS BY YEAR
Population(s) served

Young Adults (20-25 years)

Related program

National Service Opportunity for Young Africans

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Holding steady

Context notes

CorpsAfrica facilitates four intensive trainings per country each year for CorpsAfrica Volunteers.

Number of organizational partners

TOTALS BY YEAR
Population(s) served

No target populations selected

Related program

National Service Opportunity for Young Africans

Type of Metric

Context - describing the issue we work on

Direction of Success

Increasing

Context notes

CorpsAfrica Volunteers work closely with local, regional and int'l Development Partners to direct their scarce resources to rural villages that otherwise may be difficult to reach.

Number of Facebook followers

TOTALS BY YEAR
Population(s) served

No target populations selected

Related program

National Service Opportunity for Young Africans

Type of Metric

Outcome - describing the effects on people or issues

Direction of Success

Increasing

Context notes

CorpsAfrica is part of an active social media community across Africa and the world.

Charting Impact

Five powerful questions that require reflection about what really matters - results.

SOURCE: Self-reported by organization

What is the organization aiming to accomplish?

What are the organization's key strategies for making this happen?

What are the organization's capabilities for doing this?

How will they know if they are making progress?

What have they accomplished so far and what's next?

CorpsAfrica gives bright, ambitious African men and women the opportunity to serve in their own countries or other African countries to facilitate small-scale, high-impact projects that are identified by local people, along the lines of the Peace Corps model.

We established the first CorpsAfrica office in Morocco in 2013, and expanded to Senegal and Malawi in 2015 through a grant by OCP Foundation made through the Clinton Global Initiative. Initially, we are focusing on gaining traction, testing innovative ideas, demonstrating success (including learning from mistakes), and building momentum. We currently have 17 Volunteers serving in Morocco, eleven in Senegal (including nine Senegalese and two Moroccans), and twelve in Malawi (including ten Malawians and two Moroccans). We are working to demonstrate our impact and build a reputation for excellence in terms of results for communities and a transformative experience for individual Volunteers. We want to perfect the model in Morocco, Senegal and Malawi in order to scale up to other countries. It is critical that we shore up the headquarters infrastructure in Washington, DC to ensure an international directorate that will provide vision, support, cohesion and direction as we expand across Africa.

Many factors have contributed to CorpsAfrica's success.
- First and foremost – the Volunteers are truly spectacular young people, eager to be a part of the solution for their country and show the world what they can do.
- Morocco was a terrific country from which to start CorpsAfrica. It's politically stable with a long history of the Peace Corps, and the people are warm and welcoming. The communities treated our Volunteers as if they were their own – and they worked together to identify and implement projects that address their top-priority needs.
- With Group 2, we tested utilization of the Design Thinking, which is a problem-solving technique that brings a structure to the facilitation process. The Volunteers loved it and we were able to raise money to hire a Design Thinking Consultant (RPCV-Liberia) to plan the curriculum and oversee the process. He is currently training a former Volunteer to become the Design Thinking trainer in Morocco.
- The US Peace Corps has been an exceptional partner from the very beginning. They provide advice and support as well as resources and on-the-ground collaboration. We had a Peace Corps Response Volunteer in Morocco for Group 2, to provide support to the Volunteers in the field. When she ended her service, we hired two former CorpsAfrica Volunteers as “Volunteer Support Specialists."

There are now four staff in the Morocco office, three in the headquarters office in Washington, DC (which we reopened in June 2015), five staff in the new office in Malawi, and three (so far) in the new office in Senegal. Twelve Volunteers are serving in Malawi, eleven in Senegal, and 17 in Morocco. But this is not the proven impact. We are still a startup – the impact of the community projects in the villages where the Volunteers served will need time to be seen. And the impact on the lives of the Volunteers will take years, if not decades, to develop. But the pilot phase is yielding powerful indicators that the model is working.

With 24 Volunteers having successfully completed service in Morocco, and large investment from a state-owned Moroccan company to expand to Senegal and Malawi, CorpsAfrica is drawing significant attention. We have a strong followership base of over 7,000 individuals seeking to participate in the organization in various capacities – as applicants to the Volunteer program, friends of the organization, and partners. In addition, in Morocco, Senegal and Malawi, we receive regular requests from local populations and government authorities asking for CorpsAfrica Volunteers to be placed in communities throughout the country. The demand for the CorpsAfrica model is clearly established. We are still perfecting the model and figuring out best practices before we will be ready to scale up across Africa.

How We Listen

Seeking feedback from people served makes programs more responsive and effective. Here’s how this organization is listening.

Source: Self-reported by organization

the feedback loop
check_box We demonstrated a willingness to learn more by reviewing resources about feedback practice.
check_box We shared information about our current feedback practices.
How is the organization collecting feedback?
We regularly collect feedback through: electronic surveys (by email, tablet, etc.), paper surveys, focus groups or interviews (by phone or in person), community meetings/town halls, constituent (client or resident, etc.) advisory committees, suggestion box/email.
How is the organization using feedback?
We use feedback to: to identify and remedy poor client service experiences, to identify bright spots and enhance positive service experiences, to make fundamental changes to our programs and/or operations, to inform the development of new programs/projects, to identify where we are less inclusive or equitable across demographic groups, to strengthen relationships with the people we serve.
With whom is the organization sharing feedback?
We share feedback with: the people we serve, our staff, our board, our funders, our community partners.
What challenges does the organization face when collecting feedback?
It is difficult to: it is difficult to find the ongoing funding to support feedback collection, it is hard to come up with good questions to ask people.
What significant change resulted from feedback
At the start of the COVID-19 crisis, the CorpsAfrica Volunteers hosted community meetings to determine the level of factual information help by community members in rural African villages, find out what their expectations were, and what they wanted to know. They the Volunteers responded by providing accurate information and supplying their communities with requested resources, including hand washing stations and face masks.

External Reviews

Awards

Sargen Shriver Award for Humanitarian Service 2019

National Peace Corps Association

Affiliations & Memberships

GreatNonprofit 2019

Financials

CORPSAFRICA

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Operations

The people, governance practices, and partners that make the organization tick.

Need more info?

FREE: Gain immediate access to the following:

  • Address, phone, website and contact information
  • Forms 990 for 2017, 2016 and 2015
  • A Pro report is also available for this organization.

See what's included

Board Leadership Practices

GuideStar worked with BoardSource, the national leader in nonprofit board leadership and governance, to create this section, which enables organizations and donors to transparently share information about essential board leadership practices.

SOURCE: Self-reported by organization

BOARD ORIENTATION & EDUCATION

Does the board conduct a formal orientation for new board members and require all board members to sign a written agreement regarding their roles, responsibilities, and expectations?

Yes

CEO OVERSIGHT

Has the board conducted a formal, written assessment of the chief executive within the past year?

No

ETHICS & TRANSPARENCY

Have the board and senior staff reviewed the conflict-of-interest policy and completed and signed disclosure statements in the past year?

Yes

BOARD COMPOSITION

Does the board ensure an inclusive board member recruitment process that results in diversity of thought and leadership?

Yes

BOARD PERFORMANCE

Has the board conducted a formal, written self-assessment of its performance within the past three years?

No

Organizational Demographics

Who works and leads organizations that serve our diverse communities? This organization has voluntarily shared information to answer this important question and to support sector-wide learning. GuideStar partnered on this section with CHANGE Philanthropy and Equity in the Center.

SOURCE: Self-reported; last updated 04/17/2020

Leadership

The organization's leader identifies as:

Race & Ethnicity
White/Caucasian/European
Gender Identity
Female, Not Transgender (Cisgender)
Sexual Orientation
Decline to state
Disability Status
Person without a disability

Race & Ethnicity

Gender Identity

Sexual Orientation

Disability

Equity Strategies

Last updated: 04/12/2020

Policies and practices developed in partnership with Equity in the Center, a project that works to shift mindsets, practices, and systems within the social sector to increase racial equity. Learn more

Data

done
We review compensation data across the organization (and by staff levels) to identify disparities by race.
done
We ask team members to identify racial disparities in their programs and / or portfolios.
done
We analyze disaggregated data and root causes of race disparities that impact the organization's programs, portfolios, and the populations served.
done
We disaggregate data to adjust programming goals to keep pace with changing needs of the communities we support.
done
We employ non-traditional ways of gathering feedback on programs and trainings, which may include interviews, roundtables, and external reviews with/by community stakeholders.
done
We disaggregate data by demographics, including race, in every policy and program measured.
done
We have long-term strategic plans and measurable goals for creating a culture such that one’s race identity has no influence on how they fare within the organization.

Policies and processes

done
We use a vetting process to identify vendors and partners that share our commitment to race equity.
done
We have a promotion process that anticipates and mitigates implicit and explicit biases about people of color serving in leadership positions.
done
We seek individuals from various race backgrounds for board and executive director/CEO positions within our organization.
done
We have community representation at the board level, either on the board itself or through a community advisory board.
done
We help senior leadership understand how to be inclusive leaders with learning approaches that emphasize reflection, iteration, and adaptability.
done
We measure and then disaggregate job satisfaction and retention data by race, function, level, and/or team.
done
We engage everyone, from the board to staff levels of the organization, in race equity work and ensure that individuals understand their roles in creating culture such that one’s race identity has no influence on how they fare within the organization.